Organizations with diverse workforces are generally

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Organizations with diverse workforces are generally more creative and innovative than other organizations. Diversity as a Source of Conflict : One potential source of conflict exists when an individual thinks that someone else has been hired, promoted, or fired because of his or her diversity status. Another source of conflict is when diversity is misunderstood or misinterpreted or as a result of inappropriate interactions among people of different groups. Conflict may also arise if there is an environment of fear, distrust, or individual prejudice. Members of the dominant group in an organization may worry that newcomers from other groups pose a personal threat to their own position. A final source of conflict exists when people are unwilling to accept people different from themselves. Personal bias and prejudices are still very real among some people today and can lead to potentially harmful conflict. Managing Diversity Individual Strategies : Understanding (understand perspectives, learn to understand people), Tolerance, and Communication. Organizational Approaches : The starting point in managing diversity and multiculturalism is an organization’s policies and how they directly or indirectly affect how people are treated. Another aspect of organizational policies that affects diversity and multiculturalism is how the organization addresses and responds to problems that arise from differences among people. Organizations can more effectively manage that diversity by following practices and procedures that are based on flexibility rather than on rigidity. Diversity and multicultural training is designed to better enable members of an organization to function in a diverse and multicultural workplace. Managing Labor Relations Labor relations is the process of dealing with employees who are represented by a union. At one time, almost one-third of the entire U.S. labor force belonged to a labor union between 1940 and 1955.
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Membership began to steadily decline in the mid-1950s, though, for several reasons: (1) increased standards of living made union membership seem less important, (2) traditionally unionized industries in the manufacturing sector began to decline, and (3) the globalization of business operations caused many unionized jobs to be lost to foreign workers. How Employees From Unions: Union-Organizing Process: 1. First, employees must become interested in having a union. 2. The second step is to collect employees’ signatures on authorization cards. These cards state that the signer wishes to vote to determine whether the union will represent him or her. 30% of employees must sign before election can be held. 3. Petition NLRM to hold election. 4. The election is supervised by an NLRB representative (or, if both parties agree, the American Arbitration Association—a professional association of arbitrators) and is conducted by secret ballot. If a simple majority of those voting (not of all those eligible to vote) votes for the union, then the union becomes certified as the official representative of the bargaining unit.
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